A Culture of Opportunities
At Sprint, we’re more than just talk. We are leading the way with cutting-edge technology, like the first nationwide 4G network in the United States and our unmatched push-to-talk service.
Sprint gives you the unique opportunity to connect people to what and who they love. We’ve changed the way people communicate, how they work and how they stay connected on the go.
Our services converge to give our 56 million customers instant communications
anytime, anywhere. We’re a Fortune 100 company that provides comprehensive wireless and wireline services to 93% of Fortune 500 companies.
It's good to be green
Sprint is #3 among America’s greenest companies (only telecom in the top 25) in Newsweek's 2012 Green Rankings of the 500 Greenest Companies in the U.S.
Our people are important to us. We do our best to take care of them, or more accurately, help them take care of themselves. The healthier and happier our employees are, the better they can support our customers.
That's why we offer a great selection of competitive benefits. Benefits are available for employees, their spouses or domestic partners, and children of employees, spouses or domestic partners. Part-time employees working 20-29 hours a week are also eligible for benefits.
We offer a wide range of advantages from excellent benefits to competitive compensation; from exceptional training and growth opportunities to a safe and invigorating work environment; from excellent recognition programs to discounts and resources that help employees even when outside the office.
Sprint has been honored with the Gold Award for Healthy Lifestyles from National Business Group on Health for the last five years.
Sprint leverages our resources, funds, people and technology to enrich and strengthen the communities where our employees and customers live and work. We are dedicated to the creation and support of initiatives and programs that contribute to a strong community infrastructure. Some of our biggest efforts are in support of United Way and an annual food drive for local food banks throughout the country.
The Sprint Foundation makes contributions through grants and its matching gift program, which matches employees' own contributions to qualifying organizations in four major areas of interest: education, youth development, arts and culture, and community development. The Sprint Foundation has donated more than $110 million in support of our commitment to the community, and our employees report about 50,000 volunteer hours per year.
Diversity is a key part of the way Sprint does business. At Sprint, we take great pride in our inclusive workforce made up of diverse, talented people. We support programs that encourage diversity and cultural viewpoints, such as Employee Resource Groups, mentoring programs and career development tools. This, in turn, allows us to provide the best customer experience for our diverse customer.
"At Sprint, inclusion and diversity is a key business imperative and we see it in our employee base and in all our business operations."
Ralph Reid, Vice President - Corporate Social Responsibility
By being representative of the diverse markets we serve, we're better at serving them. We understand them and we know their needs. We pursue diversity in all its forms, including: ethnicity, gender, generational, geographical and thought. Sprint's commitment to diversity and inclusion can be seen through our recruitment efforts, multicultural marketing and supplier diversity.
Our commitment to diversity begins at the top with Sprint's Executive Inclusion Council, led by our CEO Dan Hesse and made up of senior leaders, and reaches all level of employees through our Employee Resources Groups (ERG). Our six voluntary ERGs focus on the following areas: Veterans, Women, Hispanics, African Americans, Asian Americans and Gay, Lesbian, Bisexual, Transgender (GLBT). Our ERGs are open to all employees, and many employees belong to more than one.
Our ERGs are 4,000+ employees strong
Benefits to Members
- Unique development and networking opportunities
- Acquire practical skills
- Mentoring programs
- Connect with people and information you wouldn't normally have access to
- Become knowledgeable on how to impact the company
- Exposure to company leaders
- Serve the community as a representative of Sprint
- Learn about different cultures
Benefits to Sprint
- Foster and enhance the development of members
- Promote Sprint as a community leader by assisting in company-sponsored community projects
- Support company recruitment and retention initiatives
- Champion the corporate values of inclusion and diversity
People are the heart of Sprint's competitive energy. Through accountability, open communications, innovation and risk-taking, our employees take responsibility for Sprint's success. This inclusive, high-performance culture enables us to bring the best products and services to market, backed by top-of-the-line support. Due to the fiercely competitive nature of our industry, it takes an engaged, fiercely competitive spirit to rise to this challenge. By focusing on performance and development, employee engagement is fostered every day through interactions with co-workers, managers and senior executives.
The Drive for High Performance
Performance Management at Sprint is an ongoing series of open and honest conversations that drive high performance. Frequent dialogue between employees and managers is expected. Through our Performance Management process we focus on setting clear expectations, priorities that are tied to business goals, ongoing coaching and feedback on work performance for each individual.
Employees and managers use a simple online performance plan to monitor and track their performance against mutually agreed-upon objectives. Managers are encouraged to meet regularly with employees to ensure understanding of the value they bring to the team, what they are doing well and what they could do better. These conversations are then summarized by both employee and manager into a formal year-end review within the performance plan.
Professional and Career Development
Individual development is a priority at Sprint. To get you up and running as quickly as possible and support your performance and professional development, we have an award-winning learning and development organization - Sprint University (SU).
Sprint University's goal is to improve business performance with its robust, leading-edge portfolio of products and services to provide you the right solution at the right time to support your on-going learning and skills development.
As a leader in learning and development, SU creates support tools that effectively facilitate performer tasks while on the job (such as desktop decision-making tools) and knowledge-management solutions which allow organizations to capture and share their collective knowledge (like discussion forums, blogs, pod casts and case studies). These less traditional solutions are in addition to its more than 4,000 skills and knowledge development offerings and over 2 million hours of training delivered annually.
At Sprint you are ultimately responsible for your career plan, with your manager's and leader's support. With expertise in performance support, development, and delivery, the SU staff has the knowledge and hands-on experience to help you reach your full potential through innovative and engaging solutions.
- Work/Life Balance
- Culture & Values
- Career Opportunities
- Comp & Benefits
- Senior Management
I have been working at Sprint full-time (More than a year)RecommendsPositive OutlookNo opinion of CEORecommendsPositive OutlookNo opinion of CEO
Good company to work for.
Pay is low and hours are not consisten
Getting an Interview
Getting an Interview
- Accepted OfferNeutral ExperienceEasy Interview
I applied through a recruiter – interviewed at Sprint.
Phone, Video Conference and then face to face. General interview. Some questions that was asked were "illegal" in the HR profession. I would suggesting to have someone that is more familiar with the HR laws to do the interviewing or at least sit in on the interview process. I would strongly suggest that the HR director have more training sessions to help the less fortunate and unprofessional managers to offend the future employee candidates. I am quite a thin frame and the interview person joking asked me if I was sick or something, and at the end of the interview, he asked me if I needed directions to McDonald's . . . Very Unprofessional.
- what makes you a qualified candidate for the position? Answer Question